quality welfare

8/2/2019 Quality Welfare

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CHAPTER - I

1.1 INTRODUCTION

Human Resource Development (HRD) deals with creating conditions

that enable people to get best out of themselves and their lives. Development is

a never-ending process. As people develop themselves in new directions, new

problems and issues arise, requiring them to develop new competencies to meet

the changing requirements, aspirations and problems.

At the organization level, the goal of HRD is normally to havecompetent and motivated people (employees) to ensure higher level of

productivity, profitability and growth of the organization. Organizations

normally direct their HRD efforts towards the development of competencies,

culture and commitment among employees individually or in groups.

Organizations use many mechanisms to achieve HRD goals, as without

competent and committed employees, organizations can achieve very little

even if they have excellent technological and other resource bases.

The most important and common objective of human resource

development at all levels is competence- (capacity) building for a healthy and

happy living.

The world has progressed in many unique ways and directions in the last

three decades. It has developed technologically, economically and industrially.

It is also richer in terms of human capabilities, facilities and quality of living.



HRD - CONCEPT:

People make things happen. If people have to make things happen, they

need a set of ‘circumstance’ to make them happen. However, it is the peoplewho create ‘circumstances’ that can help them and others in making things

happen. HRD is the process of enabling people to make things happen.

HRD – STRATEGY:

Management of Human Resources is necessary in every walk of life,

industry, government, public administration and scientific research institutes.

The activities of any management can be broadly classified under,

Planning

Organization

Staffing

Directing

Controlling

QUALITY OF WORK LIFE:

Historically, work has occupied an important place in the life of human

beings. How people have thought and felt about the working experience has

also been an age old concern for both workers and managers. The term quality

of work life (QWL) was probably coined originally at the first international

conference on QWL at Arden House in 1972 (Davis & Cherns, 1975). Mills

(1978) probably coined the term quality of work life and suggested that it had

moved permanently into the vocabulary of unions and management, even if a

lot of the people using it were not exactly sure what territory it covered. During

the twentieth century, our social science conceptualizations regarding work



have been labeled scientific management, human relations, socio-technical

systems theory, and now possibly holistic learning organizations. Cherns

(1978) argued that:

QWL owes its origins to the marriage of the structural, systems

perspective of organizational behavior with the interpersonal, human relations,

and supervisory-style perspective.

FACTORS AFFECTING QUALITY OF WORK LIFE:

14 key factors affect the quality of work life. These factors are:

1. Fair and reasonable pay compared to others doing similar work.

2. Concern over losing one’s job in the next months and years.

3. Sexual harassment or discrimination at the workplace.

4. Interesting and satisfying work.

5. Trust in senior management.

6. People at the workplace wish to get on together.

7. Recognition of efforts by intermediate manager/supervisor

8. Career prospects

9. Amount of control over the way in which work is done.

10.Health and safety standards at work.

11.Balance between the time spent at work and the time spent with family and

friends.

12.Intermediate manager/supervisor’s treatment of staff.

13.Amount of work to be done.

14.Level of stress experienced at work.

A happy and healthy employee will give better productivity, make gooddecisions and positively contribute to the organizational goal. An assured good quality



of work life will not only attract young and new talent but also retain the existing

experienced talent.

Quality of Work Life: (QWL)

Definitions:

Indeed, it is difficult to best conceptualize the quality of work life

elements. Walton proposed eight major conceptual categories relating to QWL

as, (1) Adequate and fair compensation, (2) safe and healthy working

conditions, (3) immediate opportunity to use and develop human capacities, (4)opportunity for continued growth and security, (5) social integration in the

work organization, (6) constitutionalism in the work organization, (7) work and

total life space and (8) social relevance of work life. Several published works

have addressed the constructs that make up the QWL domain and key elements

of QWL programs. Others such as Pelsma et al. and Hart found that

psychological distress and morale contributed equally to teachers’ QWL. They

determined that in the work climate of an occupation, QWL can be assessed by

combining the amount and the degree of stress and the degree of satisfaction

experienced by the individual within his/her occupational role. Winter et

al .viewed QWL for academicians as an attitudinal response to the prevailing

work environment and posited five work environment domains that include

role stress, job characteristics, supervisory, structural and sectoral

characteristics to directly and indirectly shape academicians’ experiences,

attitudes and behavior.

Quality of work life is defined as a process by which all

members of the organization through appropriate and open

channels of communication, have some say in decisions that

affect their jobs in particular and the work environment in



general, resulting in greater job involvement and satisfaction

and reduced levels of stress.

Quality of work life has recently emerged as an importantarea of the concern. QWL refers to the relationship between a

worker and his environment adding the human dimension to

the technical and economic dimensions within which work is

normally viewed and designed.

Lawler (1982) defines QWL in terms of job characteristics and work

conditions. He highlights that the core dimension of the entire QWL in the

organization is to improve employees’ well being and productivity.

Later definition by Beukema (1987) describes QWL as the degree to

which employees are able to shape their jobs actively, in accordance with their

options, interests and needs. It is the degree of power an organization gives to

its employees to design their work.

Vein Heskett, Sasser and Schlesinger (1997) define QWL as the feelings

that employees have towards their jobs, colleagues and organizations that ignite

a chain leading to the organizations’ growth and profitability.

Lau, Wong, Chan and Law (2001) define QWL as the favorable working

environment that supports and promotes satisfaction by providing employeeswith rewards, job security and career growth opportunities.

The recent definition by Serey (2006) on QWL is quite conclusive and

best meets the contemporary work environment. The definition is related to

meaningful and satisfying work. It includes (i) an opportunity to exercise one’s

talents and capacities, to face challenges and situations that require independent

initiative and self-direction; (ii) an activity thought to be worthwhile by the



individuals involved; (iii) an activity in which one understands the role the

individual plays in the achievement of some overall goals; and (iv) a sense of

taking pride in what one is doing and in doing it well. This issue of meaningful

and satisfying work is often merged with discussions of job satisfaction, and

believed to be more favorable to QWL.

This review on the definitions of QWL indicates that QWL is a multi-

dimensional construct, made up of a number of interrelated factors that need

careful consideration to conceptualize and measure. It is associated with job

satisfaction, job involvement, motivation, productivity, health, safety and well-

being, job security, competence development and balance between work and

non work life.



1.4 REVIEW OF LITERATURE

The review of literature shows that there are some studies on Quality of

work life, but no sufficient study was conducted at Salem Textiles, Attur onrelating to Quality of work life. The researcher was motivated to fill the gap in

research on quality of work life in this organization. The researcher studied

Quality of work life here because of her own interest in doing the research in

different area.

In the current scenario Quality of work life seeks to create commitment

to the organization and society at large so as to ensure higher productivity and

job involvement of the employees. Quality of work life is a process of work

organization, which enables its members at all levels to participate actively and

efficiently in shaping the organization’s environment, methods and outcomes.

It is a value based process, which is aimed towards meeting the twin goals of

enhanced effectiveness of the organization and improved Quality of life at

work for the employees.

Quality of work life is the degree to which members of a work

organization are able to satisfy their personal needs through their experience in

the organization. Its focus is on the problem of creating a human work

environment where employees work corporately and contribute to the

organization objectives. The major indicators of QWL are involvement, job

satisfaction and productivity. Quality of work life pays an important role in

influencing job involvement of workers productivity. Hence this study is

important. QWL programs emphasis cooperative relationships among the

employees, unions and management. Thus QWL can significantly change the

way in which employee relations are concluded in an organization – conflict

being replaced with cooperation.



1.5 OBJECTIVES OF THE STUDY:

To study the conceptual framework for quality of work life of Salem

Textiles Pvt. Ltd, Attur. To study the physical environment of the workers.

To study the job involvement of the workers.

To study the wages and salary administration of the organization.

To study the superior-subordinate relationship.

To study the welfare measures, health and safety standards provided by

the organization to the workers.

To study the social security given to the workers.

To give the suggestions to improve the quality of work life.



1.6 SCOPE OF THE STUDY:

The study is being undertaken mainly to understand the Quality of Work

Life pertaining to the organization. It helps to understand various factors such as whether the company is

showing interest in welfare of the employees, whether the employees are

facing job related stress and how far the employees are satisfied with the

present HR activities and work environment.

The study also shows the relationship between the superiors and the sub-

ordinates.

This will enable the organization to identify the needs for a better Quality of

Work Life.



1.8 LIMITATIONS OF THE STUDY:

The study is limited to only the Automobile industry and specifically to

Salem Textiles Pvt. Ltd, Attur and cannot be extended to any other industry.

All the limitations applicable to the questionnaire method are applicable

to this survey too.

The study confines its scope only to the outcomes relating to the level of

quality of work life.

Time and cost are limiting factors for the study.



CHAPTER - II

RESEARCH METHODOLOGY

2.1 INTRODUCTION:

Research, the word itself gives the meaning. Research refers to search

for knowledge – searching relevant facts from the existing fact. Research aims

in discovering truths. The purpose of research is to discuss answers to

questions through the applications of scientific procedures. Research comprises

defining and redefining problems, collecting, organizing, evaluating data andsuggesting solutions. The main aim of research is to find out the truth which is

hidden and which has not been discovered yet.

Research methodology is a way to systematically solve the research

problem. When we talk about the research methodology we will not talk only

about the research methods but also consider the logic behind the methods we

use in context of our research study and explain why we are using particular

method or technique.

DEFINITION:

Business research is an organized, database, systematic, critical,

objective, scientific inquiry or investigation into a specific problem undertaken,

with the purpose of finding answers or solutions to it. The information

provided could be the result of a careful analysis of data gathered first hand or

of data that are already available.

The purpose of research is to discover answers to questions through the

application of scientific procedures. Research study plays a vital role in all

kinds of business activities.



“Research is a systematized effort to gain new knowledge”

………….. Redman & Mory

2.2 Research design:

“A research design is the arrangement of conditions for the collection

and analysis of data in a manner that aims to combine relevance to the research

purpose with economy in procedure.” In fact, the research design is the

conceptual structure within which research is conducted; it constitutes the

blueprint for the collection, measurement and analysis of data.

The present study attempts to assess the quality of work life in a

Automobile Industry. It tries to assess the quality of work life and makes an

attempt to find out the working style of the organization. Hence this study is a

descriptive study.

Sampling unit:

The workers at Salem Textiles Pvt. Ltd, Attur form the sampling unit.

Population size:

450 workers working in Salem Textiles Pvt. Ltd, Attur forms the

population size.

Sample size:

The survey was conducted with 50 workers of Salem Textiles Pvt. Ltd

and the questionnaire was distributed to them.

Sampling method:

Here the researcher used the convenience sampling method to collect the data.



‘When population elements are selected for inclusion in the sample based on

the ease of access, it can be called convenience sampling’.

Data collection:

To form conclusions and to frame decisions in any situation we need

data. Facts expressed in quantitative form can be termed as data. Success of

any statistical investigation depends on the availability of accurate and reliable

data. Hence data collecting is the basic activity for decision making.

Data can be classified as primary data and secondary data. Data collectedunder the control and supervision of the investigator is called primary data and

those derived from other sources and not collected by the investigator is

secondary data.

Data collection is classified into two namely:

1. Primary data collection2. Secondary data collection

1. Primary data – The primary data collection may be through

a) Observation method: The observation method is most commonly

used method especially in studies relating to behavioral sciences. In a way we

all observe things around us, but this sort of observation is not scientificobservation. Observation becomes a scientific tool and the method of data

collection for the researcher, when it serves a formulated research purpose, is

systematically planned and recorded and is subjected to check and controls on

validity and reliability.



b) Interview method: It involves presentation of oral-verbal stimuli

and reply in term of oral-verbal responses. It may be conducted personally or

through telephone.

c) Questionnaire method: This method of data collection is quite

popular, particularly in case of big enquiries. It is being adopted by private

individuals, research workers, private and public organizations and even by

governments. In this method, a questionnaire is sent to the persons concerned

with a request to answer the questions and return the questionnaire. A

questionnaire consists of a number of questions printed or typed in a definite

order on a form or set of forms. The researcher has used this method to collect

data.

2. Secondary data:

Secondary data means data that are already available i.e., they refer to

the data which have already been collected and analyzed by someone else.

When the researcher utilizes secondary data, then he has to look into various

sources from where he can obtain them. In this case, he is certainly not

confronted with the problems that are usually associated with the collection of

primary.

SIMPLE PERCENTAGE ANALYSIS:

Simple percentage analysis refers to a ratio. With the help of

absolute figures it will be difficult to interpret any meaning from the collected

data, but when percentages are found out then it becomes easy to find the

relative difference between two or more attributes.

No. of respondents

Percentage = × 100 Total no. of respondents



CHAPTER - III

PROFILE OF THE COMPANY

3.1 Introduction

. Labour has a dynamic role to play in the economic development of the

country. If rapid industrialization of the country is to be achieved; one of the

most vital factors would be proper handling of the labour. The importance of

labour in the industrial system and in the planned economy of the economy of

the country has been recognized. Thus, by providing welfare measures labour

can be kept satisfied to work for the organization and ultimately for the nation

as whole.

Welfare Facilities

The workers are provided with the following facilities:

Canteen facility

The token system is being followed. Permanent workers can get a token

book once in a month and amount will be deducted from their wages.

Whereas the temporary workers have to pay the amount to get a token book.

Hospital facility

The management provides the hospital facilities tablets for the workers.

Safety Measures

Adequate safety measures with water fire extinguishers are provided

through out the mill.



Drinking water

In the mill, effective arrangements have been made to provide drinking

water at suitable points conveniently for the employees sufficiently

supply wholesome drinking water.

Latrines, Urinals and Bathrooms

In the concern separate enclosed accommodation of latrines and urinals

of prescribed type of for male and female workers shall be provided.

It is adequately lighted and ventilated. Sanitary workers are employed

for keeping the latrines and washing places clean.

Rest rooms, shelter and lunch room

In more than 150 workers are ordinarily employed, adequate and suitable

rest room and suitable lunch rooms were provided.

Travelling allowance

The concern has provided the van facilities on free of cost.

Leave card system

Each employee is provided leave card and kept in the custody of this

department. Supervisor if an employee wants to go leave he has to has to

update his card and get signed his immediate and personnel manager

department head.



Attendance incentive scheme

The company did not provide the incentive to the permanent workers.

The incentives provided only trainees. If a person availing has in month

in entitled to as attendance incentives. It is called monitory incentives.

Bonus

The employers pays bonus to the employees to stimulate them in the

production process. They will give bonus to workers once in a year

dewily. The firm will give minimum 8.33% of bonus.

Increment

Increment only for workers like apprentice, trainee’s basis of their work.

Six months once increased 5 rupees. In starting period 50 rupees for 15 days

and after 13 days the worker continuously worked Rs.190 will increment.

Recruitment

Once year one time the staff selection will hold on January 1st fixed upon

9am by Managing Director. Recruitment will base on testing basis.

Performance appraisal

Performance appraisal is based on weekly basis checked by supervisor

mastery by trainees.



3.2 COMPANY PROFILE:

Salem Textile Ltd was promoted by Shri. N.Ramasamy Udayar and

Associates Shri. Ramasamy Udayar is the Chairman of the company and hisson R.Prabakaran is the Managing Director.

The company was incorporated in Attur, salem District, Tamilnadu on

29th July, 1964. The company commenced commercial production in 1967 with

a spindlage of 3000 spindle; and 744 Rotors. The expansion over the Years to

the present level of 40/468 spindles and 744 Rotors.

The company raised term loan from institutions and internal generation

each the height. The company has also been continuously modernizing its plant

and machinery to include state of art equipment for manufacture of high quality

yarn to conform to international standards. The company undertook

modernization scheme in 1990-91 at a cost of Rs.1190 lakhs, which was

financed out of internal accruals.

The company has procured the major equipment towards 5the above

scheme and installation has been completed.

Presently, the company produces cotton carded and combed yarn as

well-as special yarn with counts ranging from 16s to100s.The company’s

products are well received in the local as well as international market. The

company identified to meet the thrust area in 1987 and strengthened its

manufacturing facilities to meet the international quality requirements for

exports.

The company’s export turnover which was Rs50 lakhs during 2000-2011

has increased steeply over the years to Rs. 200 lakhs during the year2007-2008.

The company export its product to U.K., South Korea, Hong Kong, Italy

etc…., The company has accreditation to ISO 9000.



3.3 SALEM TEXTILES LIMITED MANAGEMENT

BOARD OF DIRECTORS Shri R.Prabakaran, B.E.,

Managing Director Shri V. Subramaniam

Shri B. Venkatesan

BANKERS ICICI Bank, CHENNAI.

The Hong Kong & Shanghai Banking

Corporation Limited, CHENNAI.

The Karnataka Bank Limited,

SALEM.

FINANCIAL INSTITUTIONS ICICI Limited, COIMBATORE.

IDBI Limited, CHENNAI.

IFCI Limited, CHENNAI.

IIBI Limited, CHENNAI.



3.4 ORGANIZATION STRUCTURE

Executive Chairman

MD & CEO

Director Industrial

Chief Operating Manager

Production

ManagementDirector

IndustrialPersonal Accounts Material Customer

Support

Service

Asst.

Manager

Asst.

Manager

Head

Production

Head

Production

Head Pers

& AD

Head

ACC

Head

Purchase

Head

Customer

Manager Manager Asst.

Manager

Asst.

Manager

Asst.

Manager

Asst.

Manager



3.5 HRD FUNCTIONS:

Acquisition

Development

Motivation

Maintenance of the Human Resource

DEPARTMENTS

Production

Maintenance

Stores

Electrical

Security

Time office

Quality control

PRODUCTION DEPARTMENT

Mixing

Blow room

Carding

Comber

Drawing

Simplex

Spinning

Cone winding

Auto cone winding

Packing



Chapter references:

1. Mr. V. Raja Narayanan, “A Study on quality of work life with reference to

human resource management at NIIT Limited, Coimbatore”, Anna University,

2001.

2. Ms. T. Jayshree, “A study on quality of work life among the employees of

Sri Garments (P) ltd” 2000.

3. Mr. Ravi Rathna Kumar “ A study on quality of work life among the

employees of Santha spinning & weaving mills (p) ltd. - Saraswathi

Thiyagaraja college of arts and science, Bharathiyar university, 2005.

5. Ms. Mary Veronica “A Study on quality of working life amongst employees

in life insurance corporation of India, Coimbatore”, Indira Gandhi National

Open University, 2004.



CHAPTER – IV

ANALYSIS AND INTERPRETATION

TABLE – 4.1 TABLE SHOWING THE AGE CLASSIFICATION OF

THE RESPONDENTS

INTERPRETATION:

It is inferred from the above table that 42% of respondents are in the

age group of 18-25 years, 26% of respondents are in the age group of 26-

40 years, 20% are in the age group of 41-50 years and 12% of the

respondents are in the age group of 51-58 years.

INFERENCE:

It is inferred from the above table that 21% of respondents are in the

age group of 18-25 years is maximum.

S.NO AGE GROUP NUMBER OF

RESPONDENT

S

PERCENTAGE

1. 18-25 21 42%

2. 26-40 13 26%

3. 41-50 10 20%

4. 51-58 6 12%

Total 50 100%



CHART – 4.1

CHART SHOWING THE AGE CLASSIFICATION OF THE

RESPONDENTS

42%

26%

20%

12%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

18-25 26-40 41-50 51-58

P e r c e n t a g e

Age Group



TABLE – 4.2

TABLE SHOWING THE GENDER CLASSIFICATION OF THE

RESPONDENTS

S.NO GENDER NUMBER OF

RESPONDE

NTS

PERCENTAGE

1. Male 33 66%

2. Female 17 34%

Total 50 100%

INTERPRETATION:

It is inferred from the above table that 66% of the respondents are male

and 34% are female.

INFERENCE:


is maximum.



CHART – 4.2

CHART SHOWING THE GENDER CLASSIFICATION OF THE

RESPONDENTS

0%

10%

20%

30%

40%

50%

60%

70%

Male Female

66%

45.3

P e r c e n t a g e

Gender



TABLE –4.3

TABLE SHOWING THE EDUCATIONAL QUALIFICATIONS OF THE

RESPONDENTS

S.N

O

EDUCATIONAL

QUALIFICATIO

NS

NUMBER OF

RESPONDE

NTS

PERCENTAGE

1. Below SSLC 28 56%

2. HSC 6 12%

3. Pre degree/HSC 12 24%

4. Degree 4 8%

Total 50 100%

INTERPRETATION:

It is inferred from the above table that 56% of the respondents are

below SSLC, 12% have HSC qualifications, 24% are pre degree / HSC and

8% are graduates.

INFERENCE:




below SSLC is maximum.



CHART –4. 3

CHART SHOWING THE EDUCATIONAL QUALIFICATIONS OF

THE RESPONDENTS

56%

12%

24%

8%

0

0.1

0.2

0.3

0.4

0.5

0.6

Below SSLC HSC Pre degree/HSC Degree

P e r c e n t a g e

Educatonal Qualifications



TABLE –4.4

TABLE SHOWING THE EXPERIENCE OF THE RESPONDENTS IN

THE PRESENT ORGANISATION

S.N

O

EXPERIENCE IN YEARS NUMBER OF

RESPONDE

NTS

PERCENTAGE

1. 0 – 3 29 58%

2. 4 – 6 11 22%

3. 7 – 10 9 18%

4. Above 10 1 2%

Total 50 100%

INTERPRETATION:

It is inferred from the above table that 58% of the respondents have

an experience of between 0–3 years, 22% have between 4–6 years of

experience, 18% have 7–10 years of experience and 2% have above 10 years of

experience in the present organization.

INFERENCE:

It is inferred from the above table that 58% of the respondents have

an experience of between 0–3 years is maximum.



CHART –4.4

CHART SHOWING THE EXPERIENCE OF THE RESPONDENTS IN

THE PRESENT ORGANISATION

0%

10%

20%

30%

40%

50%

60%

0 -3 years 4 -7 years 7 -10 years Above 10years

58%

22%

18%

2%

P e r c e n t a g e

Experience



TABLE –4.5

TABLE SHOWING THE MARITAL STATUS OF THE

RESPONDENTS

S.N

O

MARITAL STATUS NUMBER OF

RESPONDENT

S

PERCENTAGE

1. Single 17 34%

2. Married 33 66%

Total 50 100%

INTERPRETATION:

It is inferred from the above table that 34% of respondents are single

and 66% of the respondents are married.

INFERENCE:


married is maximum.



CHART –4.5

CHART SHOWING THE MARITAL STATUS OF THE

RESPONDENTS

34%

66%

SINGLE

MARRIED



TABLE –4.6

TABLE SHOWING THE MONTHLY INCOME OF THE

RESPONDENTS

INTERPRETATION:


earning above Rs.2,000 per month, 18% are earning above Rs.4,000 per month,

14% are earning above Rs.6,000 per month and 6% of the respondents are

earning above Rs.8,000 per month.

INFERENCE:


earning above Rs.2,000 per month is maximum.

S.N

O

MONTHLY INCOME IN

RUPEES

NUMBER OF

RESPONDENT

S

PERCENTAGE

1. Above 2000 31 62%

2. Above 4000 9 18%

3. Above 6000 7 14%

4. Above 8000 3 6%

Total 50 100%



CHART –4.6

CHART SHOWING THE MONTHLY INCOME OF THE

RESPONDENTS

0%

10%

20%

30%

40%

50%

60%

70%

Above 2000 above 4000 above 6000 above 8000

62%

18%

14%

6%

P e r c e n t a g e

Monthly Income in rupees



TABLE –4.7

TABLE SHOWING THE OPINION OF THE RESPONDENTS WITH

RESPECT TO THE VARIOUS PHYSICAL ENVIRONMENT

FACTORS

FACTORS S.A A N D.A S.D

The illumination of the work

place is good.

32 18 - - -

My work place is less crowded

and clean.

26 14 10 - -

The work environment place

gives less emphasis on the

machine than the individual.

10 24 14 2 -

Proper ventilation is maintained. 36 14 - - -

Machinery layout is proper. 28 12 8 2 -

The environment is more

adaptable.

26 14 10 - -

Weighted points 5 4 3 2 1



(S.A - Strongly agree, A - Agree, N – Neither agree nor disagree, D - Disagree,

S.D - Strongly disagree)

INTERPRETATION:

It is inferred from the above table that 32% of the respondents are strongly

agree, 18% of respondents are Agree.


agree, 14% of respondents are Agree,10% of the respondents are Neither agree

nor disagree.



nor disagree.2% of the respondents are disagree.


agree, 14% of respondents are Agree,.



nor disagree.2% of the respondents are disagree.



nor disagree.



CHART – 4.7

CHART SHOWING THE OPINION OF THE RESPONDENTS WITH

RESPECT TO THE VARIOUS PHYSICAL ENVIRONMENT

FACTORS



The

illumination

of the work

place is good.

My work

place is less

crowded and

clean.

The work

environment

place gives

less emphasis

on the

machine than

the

individual.

Proper

ventilation is

maintained.

Machinery

layout is

proper.

The

environment

is more

adaptable.

3226

10 36 28 26

W e i g h t e d A v e r a g e

Factors

TABLE –4.8


RESPECT TO THE JOB INVOLVEMENT FACTORS


My level of job involvement is high. 12 30 8 - -



The performance appraisal in the

organization is satisfactory.

10 24 14 2 -

Work load fixed is satisfactory. 14 26 6 4 -




INTERPRETATION:



nor disagree.



nor disagree.2% of the respondents are Disagree.




CHART – 4.8


RESPECT TO THE JOB INVOLVEMENT FACTORS



My level of job

involvement is high.

The performance

appraisal in the

organization is

satisfactory.

Work load fixed is

satisfactory.

Proper ventilation is

maintained.

12 10

14

36

W e i g h t e d A v e r a g e

Factors



TABLE – 4.9


RESPECT TO THE FACTORS REGARDING WAGES AND SALARY

ADMINISTRATIONS


My financial needs are fulfilled

adequately.

14 24 6 4 2

Overtime double wages are paid. 36 14 - - -

Minimum wages is paid as per the

government norm.

30 12 8 - -




INTERPRETATION:



nor disagree.4% of the respondents are Disagree.2% of the respondents are

Strongly disagree.






agree, 12% of respondents are Agree,8% of the respondents are neither agree

nor disagree.

CHART – 4.9


RESPECT TO THE FACTORS REGARDING WAGES AND SALARY

ADMINISTRATIONS

0

5

10

15

20

25

30

35

40

S.A A N D.A S.D

My financialneeds arefulfilledadequately.

Overtime doublewages are paid.

Minimum wagesis paid as per thegovernmentnorm.



TABLE – 4.10


RESPECT TO THE FACTORS REGARDING SUPERIOR – SUB-ORDINATE RELATIONSHIPS


I co-operate with my co-workers. 32 18 - - -

Working in a group is not a problem

here.

30 18 2 - -

The members of the organization

are not discriminated by others on

caste, religion and life style.

34 16 - - -

The members of the organization

interact in terms of ideas & feelings.

24 14 8 4 -

Training given by superiors is

satisfactory.

26 12 8 4 -

Grievance handling procedure is

satisfactory.

34 10 6 - -






INTERPRETATION:





nor disagree.






Strongly disagree.

It is inferred from the above table that 26% of the respondents are stronglyagree, 12% of respondents are Agree,8% of the respondents are Neither agree


Strongly disagree.



nor disagree.



CHART – 4.10


RESPECT TO THE FACTORS REGARDING SUPERIOR – SUB-ORDINATE RELATIONSHIP

0

10

20

30

40

S.A A N D.A S.D

I co-operate with my co-workers.

Working in a group is not a problem here.

The members of the organization are not discriminated byothers on caste, religion and life style.

The members of the organization interact in terms of ideas &feelings.

Training given by superiors is satisfactory.



TABLE –4.11


RESPECT TO THE FACTORS ON HEALTH AND SAFETY

STANDARDS


I do not neglect my health due to my

job.

22 12 2 10 4

Better medical care is given by the

concern.

32 14 4 - -

The energy and time that I spend on

the job does not affect my life

adversely.

14 22 5 6 3

I am satisfied with the fencing of

machines.

30 12 8 - -

I am satisfied with the maintenance of

building.

26 12 4 8 -

Safety equipments necessary are

provided by the company.

25 15 10 - -

I have received important instructions

about emergency way, alarm, first aid,

fire extinguisher and the evacuation

drill through proper training.

32 18 - - -






INTERPRETATION:


agree, 12% of respondents are Agree,2% of the respondents are Neither agreenor disagree.10% of the respondents are Disagree.4% of the respondents are

Strongly disagree.



nor disagree.




Strongly disagree.



nor disagree.






nor disagree.





CHART – 4.11


RESPECT TO THE FACTORS ON HEALTH AND SAFETYSTANDARDS

0

5

10

15

20

25

30

35

S.A A N D.A S.D

I do not neglectmy health due tomy job.

Better medical

care is given bythe concern.

The energy andtime that I spendon the job doesnot affect my lifeadversely.

I am satisfied

TABLE – 4.12




RESPECT TO THE FACTORS REGARDING THE SOCIAL

SECURITY


Social security benefits are deducted. 40 10 - - -

Provident fund contribution amount

is remitted and the claim amount is

settled through P.F office after gettingrelieved from the employment.

42 8 - - -

ESIC medical benefits are provided. 44 6 - - -

During medical leave, salary is paid. 43 4 - - -

Weighted average 5 4 3 2 1





INTERPRETATION:











CHART – 4.12


RESPECT TO THE FACTORS REGARDING THE SOCIALSECURITY

0

510

15

20

25

30

35

4045

S.A A N D.A S.D

Social security benefits are deducted.

Provident fund contribution amount is remitted and theclaim amount is settled through P.F office after gettingrelieved from the employment.

ESIC medical benefits are provided.

During medical leave, salary is paid.



TABLE – 4.13


RESPECT TO THE FACTORS REGARDING THE WELFARE

MEASURES

FACTORS SA A N DA SD

I am satisfied with the canteen facilities

provided by the organization.

10 6 8 22 4

I am satisfied with the rest room & lunch

room facilities provided by theorganization

26 14 - 10 -

Crèches are provided by the company. - - - 19 31

Vehicle parking facilities are satisfactory. 26 13 11 - -

Loan facilities are satisfactory. - - 24 - 26






INTERPRETATION: It is inferred from the above table that 10% of the respondents are strongly



Strongly disagree.


agree, 14% of respondents are Agree.10% of the respondents are Disagree.


Disagree.31% of the respondents are strongly disagree.



nor disagree.

It is inferred from the above table that 24% of the respondents are Neither

agree nor disagree. 26% of the respondents are Strongly disagree.



CHART – 4.13


RESPECT TO THE FACTORS REGARDING THE WELFARE

MEASURES

0

10

20

3040

SA A N DA SD

I a m s a t i s f i e d

w i t h t h e

c a n t e e n

f a c i l i t i e s

p r o v i d e d b y

t h e

I am satisfied with the canteen facilities provided by theorganization.

I am satisfied with the rest room & lunch room facilitiesprovided by the organization

Crèches are provided by the company.

Vehicle parking facilities are satisfactory.

Loan facilities are satisfactory.



4. FINDINGS

Simple Percentage:

It is inferred from the above table that 42% of respondents are in the age group of 18-25

years, 26% of respondents are in the age group of 26-40 years, 20% are in the age group of

41-50 years and 12% of the respondents are in the age group of 51-58 years.


and 34% are female.

It is inferred from the above table that 56% of the respondents are below

SSLC, 12% have HSC qualifications, 24% are pre degree / HSC and 8%

are graduates.

It is inferred from the above table that 58% of the respondents have an

experience of between 0–3 years, 22% have between 4–6 years of

experience, 18% have 7–10 years of experience and 2% have above 10

years of experience in the present organization.

It is inferred from the above table that 34% of respondents are single

and 66% of the respondents are married.


earning above Rs.2,000 per month, 18% are earning above Rs.4,000 per

month, 14% are earning above Rs.6,000 per month and 6% of the

respondents are earning above Rs.8,000 per month.



Weighted Average Method:


strongly agree, 18% of respondents are Agree.


strongly agree, 14% of respondents are Agree,10% of the respondents

are Neither agree nor disagree.



are Neither agree nor disagree.2% of the respondents are disagree.


strongly agree, 14% of respondents are Agree,.


strongly agree, 12% of respondents are Agree,8% of the respondents are

Neither agree nor disagree.2% of the respondents are disagree.






Neither agree nor disagree.



are Neither agree nor disagree.2% of the respondents are Disagree.



Neither agree nor disagree.4% of the respondents are Disagree.





Neither agree nor disagree.4% of the respondents are Disagree.2% of the

respondents are Strongly disagree.





neither agree nor disagree.











Neither agree nor disagree.22% of the respondents are Disagree.4% of

the respondents are Strongly disagree.

It is inferred from the above table that 26% of the respondents arestrongly agree, 14% of respondents are Agree.10% of the respondents

are Disagree.


Disagree.31% of the respondents are strongly disagree.






SUGGESTIONS

A Salem Textiles Pvt. Ltd, is a well known manufacturer in Attur.

Quality of work life in the organization is very effective.

It is suggested to the company to give more importance to the

individual than the machines at the work place.

It is suggested to the company to make the work environment

more adaptable to the workers.

It is suggested to have a better transport and friendly performance

appraisal system.

It is suggested to the company to allot work load based on a

scientific time study so that the operators are comfortable with

their work load.

It is suggested to the company to rework the wages of operators

based on an incentive linked to the output.

It is suggested to promote a friendly atmosphere at the work place

so that their ideas and feelings can be solved for a better working

environment.

It is suggested to the company to educate the workers not to over

strain themselves at the work place as it may lead to health

problems.

It is suggested to the company to improve the following factors

that affect the work environment for a better quality of work life;

1. Canteen facilities



2. Crèches facilities

3. Loan facilities

CONCLUSION

Overall study of quality of work life is good at Salem Textiles Pvt. Ltd,

and the workers are satisfied with their organization. This can be assured from

the above analysis and if the suggestions given are implemented in a correct

manner the organization can extend their success in the future.

The scarcity of resources has made many forecasters to predict that in

the future, managers will be forced to change their basic philosophy.

These forecasters urge that new philosophy lays emphasis on “Quality of

work life”. This forecast probably will be proved accurate, at least to the extent

that managers of the future will have to be more cautious as to how scarce

resources should be used.



QUESTIONNAIRE

Name :

Designation :

Token No. :

1. Age group:

a) 18-25 b) 26-40

c) 41-50 d) 51-58

2. Gender :

a)Male b) Female

3. Educational qualifications :



a)Below SSLC b) HSC

c) Pre degree/HSC d) Degree

4. Experience in the present organization :

a) 0-3 years b) 4-6 years

c) 7-10 years d) above 10 years

5. Marital status:

a)Single b) married

6. Monthly income in rupees:

a)Above 2000 b) Above 4000

c)Above 6000 d) Above 8000

7. Quality of work:

Select your answer for each statement and put a tick mark against the

correct choice. The choices are given below.

a) Below SSLC b) SSLC

c) Pre degree/HSC d) Degree

8. PHYSICAL ENVIRONMENT :

Strongly agree - S.A

Agree - A



Neutral - N

Disagree - D.A

Strongly disagree- S.D

SA A N DA SD

1. The illumination of the work place is good.

2. My work place is less crowded and clean.

3. The work environment place gives less

emphasis on the machine than the individual.

4. Proper ventilation is maintained.

5. Machinery layout is proper.

6. The environment is more adaptable.

9. JOB INVOLVEMENT:

SA A N DA SD

1. My level of job involvement is high.

2. The performance appraisal in the

organization is satisfactory.

3. Work load fixed is satisfactory.

10. WAGES AND SALARY ADMINISTRATION:

SA A N DA SD

1. My financial needs are fulfilled

adequately.

2. Overtime double wages are paid.

3. Minimum wages is paid as per the

government norm.



11. SUPERIOR – SUBORDINATE RELATIONSHIPS:

12. HEALTH AND SAFETY STANDARDS:

SA A N DA SD

1. I do not neglect my health due to my job.

2. Better medical care is given by the concern.

3. The energy and time that I spend on the job

does not affect my life adversely.

4. I am satisfied with the fencing of machines.31. I am satisfied with the maintenance of

building.

5. Safety equipments necessary are provided by

the company.

6. I have received important instructions about

emergency way, alarm, first aid, fire

extinguisher and the evacuation drill through

proper training.

13. SOCIAL SECURITY:

SA A N DA SD

1. Social security benefits are deducted.

2. Provident fund contribution amount is

SA A N DA SD

1. I co-operate with my co-workers.

2. Working in a group is not a problem here.3. The members of the organization are not

discriminated by others on caste, religion and

life style.

4. The members of the organization interact in

terms of ideas & feelings.

5. Training given by superiors is satisfactory.

6. Grievance handling procedure is satisfactory.



remitted and the claim amount is settled through

P.F office after getting relieved from the

employment.

3. ESIC medical benefits are provided.4. During medical leave, salary is paid.

15.WELFARE MEASURES:

SA A N DA SD

1. I am satisfied with the canteen facilities

provided by the organization.2. I am satisfied with the rest room & lunch

room facilities provided by the organization

3. Crèches are provided by the company.

4. Vehicle parking facilities are satisfactory.

5. Loan facilities are satisfactory.

15. Please, give your valuable suggestions to improve the quality of work life.

_______________________________________________________________ _______________________________________________________________

_______________________________________________________________

Thank you



BIBILIOGRAPHY

Text books:

Prof. T.V. Rao, “Human Resources Development” (Experience,

Interventions, Strategies), 2nd edition, SAGE publications.

T.N. Chhabra, “Human Resource Management” (concepts and issues),

1st edition, Dhanpat Rai & co publishers, 2000.

C.R. Kothari, “Research Methodology Methods and Techniques”, 2nd

edition, New Age International (P) Ltd, Publishers, New Delhi, 2007.

V.S.P. Rao, Human Resource Management (Text and Cases), 4th edition,

Excel book, 2004, New Delhi.

Websites:

www.sbl.com

www.wikipedia.com

www.google.com

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